Beyond laziness | How should HR approach absenteeism?

There are a multitude of reasons staff end up disengaged from work.

Especially in this climate, when the cost-of-living crisis is threatening workplace wellbeing, employees are more likely to be facing external challenges that could be impacting their ability to work effectively.

There’s no hiding that it’s a difficult time for employers to retain staff, keep them engaged and incentivise productivity, especially in the context of remote and hybrid work. The ONS reported that sickness absence grew last year, partly as a result of the long-term effects of Covid and mental health issues.

Now more than ever, there are reasons employees are spending time away from work. What once seemed like a worker was lazy or disregarding the importance of their work, is now accepted as a sign of unhappiness at work. It’s getting harder for employers to retain talent, and with few being able to offer pay increases as a means of holding onto their staff, the importance of looking out for the signs of an unhappy worker - which often manifests as absenteeism - and being able to address it before it’s too late has become crucial.